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Personality Theory Blog Due Jul 03, 11:59 PM Not Submitted POINTS 10 Paper 1 Objectives: Instructions Assignment Files Grading Imagine you have been asked to write a research-based blog post for a human resource management website. Write a 700- to 1,050-word blog post that includes the following: Discuss one of the major personality theories and how this theory is used to conduct assessment. Discuss what stood out to you about personality assessment practices. Reflect on current research trends that utilize this information and how the interpretation of these findings may vary across cultures. Create three insightful questions based on the readings that your audience may also be wondering, and provide responses from the research you have reviewed in relation to this topic. Include a minimum of three credible, peer-reviewed sources in the blog post. Format the citations in your blog post consistent with APA guidelines. Click the Assignment Files tab to submit your assignment. .

Personality Theory Blog
Due
Jul 03, 11:59 PM
Not Submitted
POINTS
10
Paper
1
Objectives:
Instructions
Assignment Files
Grading
Imagine
you have been asked to write a research-based blog post for a
human resource management website.
Write
a 700- to 1,050-word blog post that includes the following:
Discuss one of the major personality theories and how this
theory is used to conduct assessment.
Discuss what stood out to you about personality assessment
practices.
Reflect on current research trends that utilize this information
and how the interpretation of these findings may vary across
cultures.
Create three insightful questions based on the readings that your
audience may also be wondering, and provide responses from
the research you have reviewed in relation to this topic.
Include
a minimum of three credible, peer-reviewed sources in the blog

post.
Format
the citations in your blog post consistent with APA guidelines.
Click
the Assignment Files tab to submit your assignment.

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Competency Checklist and Professional Development Resources An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components: Part 1 : Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document. Competency Checklist Competency Describe an example of a teacher-leader with children (when acting as a teacher) Describe an example of a teacher-leader with adults (when acting as a supervisor) Listens well, does not interrupt, and respects the pace of the other person Is able to wait for others to discover solutions, form own ideas, and reflect Asks questions that encourage details Is aware of and comfortable with his or her feelings and the emotions of others Is responsive to others Guides, nurtures, supports, and empathizes Integrates emotion and intellect Fosters reflection or wondering by others Is aware of how others’ reactions affect a process of dialogue and reflection, including sensitivity to bias and cultural context Is willing to have consistent and predictable meeting times and places Is flexible and available Is able to form trusting relationships Part 2: Professional Development Resources Document –Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.) , focus on the first four standards: STANDARD 1. PROMOTING CHILD DEVELOPMENT AND LEARNING STANDARD 2. BUILDING FAMILY AND COMMUNITY RELATIONSHIPS STANDARD 3. OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES STANDARD 4. US.

Competency Checklist and Professional Development Resources .docx

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Competency 6: Enagage with Communities and Organizations (3 hrs) (1 to 2 Pages) Behavior: use empathy, reflection, and interpersonal skills to effectively engage diverse clients and constituencies. For this assignment, you are to explore how your community is addressing the needs of its citizens during the CoVID 19 situation. Explore how you can consult and connect with community leaders and organizations to be a part of solutions in your community. Provide a detailed account of your exploration of community needs, as well as how you participated at the community level to address the needs of your community. .

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Competency 2: Examine the organizational behavior within business systems Provide the name of the corporation you will be using as the basis for this project. Provide the organization’s purpose or mission statement. Describe the organization's industry. Provide the name and position of the person interviewed during this portion of the assignment (indicate as much pertinent information (e.g., length of service with company, previous roles in the company, educational background, etc.). Provide the list of interview questions you asked the manager/executive. Indicate which two - three of the following concepts from this competency that you intend to evaluate the organization/team on and describe the company’s/team’s current situation with each topic you’ve selected: Motivational theories Psychological contract Job design Use of evaluation, feedback and rewards Misbehavior Individual or organizational stress Provide citations in APA format for any references .

Competency 2 Examine the organizational behavior within busines.docx

Competency 2 Examine the organizational behavior within busines.docx

Competency 2 Examine the organizational behavior within busines.docx

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Competencies Evaluate the challenges and benefits of employing a diverse workforce. Design a plan for conducting business and managing employees in a global society. Critique the actions of organizations as they integrate diverse perspectives into their cultures. Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations. Attribute different cultural perspectives to current social-cultural dimensions. Analyze the importance of managing a diverse workforce. Scenario Information Your company has been nominated for a national diversity award associated with your efforts and dedication to diversity initiatives in the workplace and their impact on the organization and community. You have been asked to summarize your efforts for the year in a slide presentation for the diversity committee who selects the winner. Be sure to include details of the changes you made in your organization and the impact the changes made. Instructions As part of your nomination, you have been asked to create a slide presentation including a voice recording for your entry (Voice Recording not needed).Â Remember your audience when giving your presentation and include the following slides: Title slide Highlighting the importance of workplace diversity Discussing the points that were included in your diversity plan Describing how culture and inclusion impact your organization Providing examples of how diverse workgroups work together in the workplace Gives examples of strategies used to incorporate Hofstede's cultural dimensions in a global workforce Provides best practices for managers associated with managing a diverse, global workforce Conclusion slide that includes a summary of why you should win this award Any additional, relevant information References .

CompetenciesEvaluate the challenges and benefits of employ.docx

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Competencies Describe the supply chain management principles through the flow of information, materials, services, and resources. Analyze the external and internal drivers that influence supply chain principles. Evaluate supply chain management operational best practices. Compare the nature of logistics operations and services in both international and domestic contexts. Apply strategic supply chain management to logistics systems. Analyze different software systems and technology strategies used in supply chain management. Scenario You have just been promoted to Senior Analyst at Mitchell Consulting, a firm that specializes in providing managerial expertise in supply chain management. After completing many assignments under the supervision of a Senior Analyst, your role now allows you to make selections for clients. You are assigned a new client, Scent Solution s. Your new manager, Partner Ronda Anderson, has directed you to work on this case and provide analysis and options to resolve the problems directly to the client. Scent .

CompetenciesDescribe the supply chain management principle.docx

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Competencies A B C D F 1.1: Create oral, written, or visual communications appropriate to the audience, purpose, and context. 4 points Key Criteria: Tailors communication to purpose, context, and target audience. Clearly articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Provides smooth transitions and leaves no awkward gaps from point to point. Shows coherent progress from the introduction to the conclusion with no unnecessary sections. 3 points Key Criteria: Tailors communication to purpose, context, and target audience. Articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Generally provides smooth transitions and leaves few awkward gaps from point to point. Shows identifiable progress from the introduction to the conclusion with no unnecessary sections. 2 points Key Criteria: Considers the purpose, context, and target audience. Articulates the thesis and purpose, and shows some evidence supporting both. Some transitions are not smooth, and there are occasional gaps or awkward connections from point to point. There is a sense of progress from the introduction through the conclusion, but the organization may not be completely clear. 1 point Key Criteria: Does not tailor communication well in terms of purpose, context, and target audience. Provides a weak thesis, unclear purpose, and little or no evidence to support points. Transitions may be rough or nonexistent, and there are significant gaps or connections between points that leave sections incomprehensible. Progress from the introduction through the conclusion is difficult to decipher, and there may be some material that is unrelated to thesis and purpose. 0 points Key Criteria: Does not tailor communication in terms of purpose, context, and target audience. Lacks a good thesis and has little or no evidence to support a thesis. Transitions are rough or nonexistent, and there are few discernable connections from point to point. There is no identifiable progress from the introduction through the conclusion, and/or there is substantial material that is unrelated to thesis and purpose. 1.2: Communicate using appropriate writing conventions, including spelling, grammar, mechanics, word choice, and format. 4 points Uses a format that is highly appropriate to the writing task and carefully tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task. 3 points Uses a format that is appropriate to the writing task and tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task. 2 points Generally has a clear purpose, but there may be a gap between the format used and the writing task. Fails to fully align the style and tone to the audience, or fails to fully define the audience for the writing task. Has some style or grammar.

CompetenciesABCDF1.1 Create oral, written, or visual .docx

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COMPETENCIES 734.3.4 : Healthcare Utilization and Finance The graduate analyzes financial implications related to healthcare delivery, reimbursement, access, and national initiatives. INTRODUCTION It is essential that nurses understand the issues related to healthcare financing, including local, state, and national healthcare policies and initiatives that affect healthcare delivery. As a patient advocate, the professional nurse is in a position to work with patients and families to access available resources to meet their healthcare needs. REQUIREMENTS Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide. You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course. A. Compare the U.S. healthcare system with the healthcare system of Great Britain, Japan, Germany, or Switzerland, by doing the following: 1. Identify one country from the following list whose healthcare system you will compare to the U.S. healthcare system: Great Britain, Japan, Germany, or Switzerland. 2. Compare access between the two healthcare systems for children, people who are unemployed, and people who are retired. a. Discuss coverage for medications in the two healthcare systems. b. Determine the requirements to get a referral to see a specialist in the two healthcare systems. c. Discuss coverage for preexisting conditions in the two healthcare systems. 3. Explain two financial implications for patients with regard to the healthcare delivery differences between the two countries (i.e.; how are the patients financially impacted). B. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized. C. Demonstrate professional communication in the content and presentation of your submission. File Restrictions File name may contain only letters, numbers, spaces, and these symbols: ! - _ . * ' ( ) File size limit: 200 MB File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z RUBRIC A1:COUNTRY TO COMPARE NOT EVIDENT A country for comparison is not identified. APPROACHING COMPETENCE The identified country for comparison is not from the given list. COMPETENT The identified country for comparison is from the given list. A2:ACCESS NOT EVIDENT A comparison of healthcare system access is not provided. APPROACHING COMPETENCE The comparison does not acc.

COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx

COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx

COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx

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Competencies and KnowledgeWhat competencies were you able to dev.docx

Competencies and KnowledgeWhat competencies were you able to dev.docx

Competencies and KnowledgeWhat competencies were you able to dev.docx

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Competencies and Knowledge This assignment has 2 parts: What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management? Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization. .

Competencies and KnowledgeThis assignment has 2 parts.docx

Competencies and KnowledgeThis assignment has 2 parts.docx

Competencies and KnowledgeThis assignment has 2 parts.docx

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Competencies and Knowledge This assignment has 2 parts: What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management? Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization. .

Competencies and KnowledgeThis assignment has 2 partsWhat.docx

Competencies and KnowledgeThis assignment has 2 partsWhat.docx

Competencies and KnowledgeThis assignment has 2 partsWhat.docx

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Competences, Learning Theories and MOOCs: Recent Developments in Lifelong Learning Karl Steffens Introduction We think of our societies as ‘knowledge societies’ in which lifelong learning is becoming increasingly important. Lifelong learning refers to the idea that people not only learn in schools and universities, but also in non-formal and informal ways during their lifespan.The concepts of lifelong learning and lifelong education began to enter the discourse on educational policies in the late 1960s (Tuijnman & Boström, 2002). However, these are related, but distinct concepts. As Lee (2014, p. 472) notes ‘the terminological change (from lifelong education, continuing education and adult education, to lifelong learning) reflects a conceptual departure from the idea of organised educational provision to that of a more individualised pursuit of learning’. One of the first important documents on lifelong learning was the report of the International Commission on the Development of Education to UNESCO in 1972, titled ‘Learning to be. The world of education today and tomorrow’. In his introductory letter to the Director-General of UNESCO, the chairman of the Commission, Edgar Faure, stated that the work of the Commission was based on four assumptions (see Elfert pp. and Carneiro pp. in this issue). The first was related to the idea that there was an international community which was united by common aspirations and the second was the belief in democracy and in education as its keystones. The third was ‘that the aim of development is the complete fulfilment of man, in all the richness of his personality, the complexity of his forms of expression and his various commitments — as individual, member of a family and of a community, citizen and producer, inventor of techniques and creative dreamer’. The last assumption was that ‘only an over-all, lifelong education can produce the kind of complete man, the need for whom is increasing with the continually more stringent constraints tearing the individual asunder’ (Faure, 1972, p. vi). Following the Faure Report, the UNESCO Institute for Education, which was founded in Germany in 1951, started to focus on lifelong learning and subsequently became the UNESCO Institute for Lifelong Learning (UIL, http:// uil.unesco.org/home/). It was under its leadership that a formal model of lifelong education was developed and published in the book ‘Towards a System of Life- long Education’ (Cropley, 1980). The concept of lifelong learning also became manifest in the ‘Education for All’ (EFA) agenda that was launched at the World Conference on Education for All which took place in Jomtien (Thailand) in 1990 (Inter-Agency Commission, 1990). Ten years later, at the World Education Forum in Dakar (Senegal) in 2000, the Dakar Framework for Action was designed ‘to enable all individuals to realize their right to learn and to fulfil their responsibility to contribute to the development of their society’ (UNESCO, 2000, p..

Competences, Learning Theories and MOOCsRecent Developments.docx

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Compensation & Benefits Class 700 words with references A strategic purpose for a well-blended compensation program, one that includes various types of direct compensation, is gaining employee commitment and productivity. One of the most effective tactics for this strategy is designing a process for linking individual achievement to organizational goals. Prepare a report to senior leaders addressing the following: · Explain the concept of tying performance to organizational goals. · Describe the different types of individual and group-level performance measurements. · What are the advantages and disadvantages of individual versus group-level performance recognition? · Discuss the options an organization has to link individual or group monetary rewards to organizational success. · Develop recommendations for how to implement, monitor, and evaluate such a program. .

Compensation & Benefits Class 700 words with referencesA stra.docx

Compensation & Benefits Class 700 words with referencesA stra.docx

Compensation & Benefits Class 700 words with referencesA stra.docx

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Compensation, Benefits, Reward & Recognition Plan for V.P. Operations Learning Team B HRM 595 December 19, 2017 Rosalie M. Lopez Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN 1 COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN 2 Compensation, Benefits, Reward & Recognition Plan for V.P. Operations Introduction Base Salary Range For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position. Standard Employee Benefit In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015). There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015). There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .

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Compete the following tablesTheoryKey figuresKey concepts o.docx

Compete the following tablesTheoryKey figuresKey concepts o.docx

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Compensation Strategy for Knowledge Workers To prepare for this assignment, review the below articles about employee compensation, which are also listed in the required reading section of the Unit IV Study Guide. Hopkins, C. (2017). How to create a compensation plan in 6 steps. Retrieved from https://fitsmallbusiness.com/employee-compensation-plan/ How to design an employee compensation plan [SlideShare slides]. (2013). Retrieved from http://www.slideshare.net/FitSmallBusiness/how-to-design-a-compensation-plan-dave?ref=http://fitsmallbusiness.com/how-to-pay-employees/ You are the director of compensation for a midsized organization. Prepare a PowerPoint presentation that justifies the implementation of a new compensation strategy that will support the motivational needs of knowledge workers and reinforce the real-time performance appraisal system that the organization has embraced. While your goal is to retain, motivate, and grow the current workforce of multi-generational knowledge workers, you must also justify to your senior management that this compensation strategy is competitive in the marketplace. Your presentation should describe a compensation program for knowledge workers. The title of the knowledge worker's position is entirely up to you (e.g., sales executive I, systems engineer III, etc.). You may use various sources (including the lesson materials), but you must use at least one additional resource from the CSU Online Library. Include a reference slide, and cite any sources used in proper APA format. Your presentation should be a minimum of 12 slides in length—not counting the title and reference slides. You may also use the slide notes function to explain slide contents as necessary, but this is not required. Be sure to address the questions below in your presentation. · What is the compensation strategy being proposed? · Did employees provide input? · Who else provided input? · What incentives are included in the plan? How will it motivate the employees? · How will employees determine fairness of the pay structure? · Why do you believe the employees will be satisfied with this plan? Justify the compensation strategy that supports the motivational needs of knowledge workers. · What is your communication plan for rolling out the new program? Physical Security Chapter 8 Principles of Computer Security, Fifth Edition Copyright © 2018 by McGraw-Hill Education. All rights reserved. Objectives (1 of 2) Describe how physical security directly affects computer and network security. Discuss steps that can be taken to help mitigate risks. Describe the physical security components that can protect your computers and network. Identify environmental factors that can affect security Principles of Computer Security, Fifth Edition Copyright © 2018 by McGraw-Hill Education. All rights reserved. 2 Objectives (2 of 2) Identify the different types of fires and the various fire suppression systems designed to limit the .

Compensation Strategy for Knowledge WorkersTo prepare for this a.docx

Compensation Strategy for Knowledge WorkersTo prepare for this a.docx

Compensation Strategy for Knowledge WorkersTo prepare for this a.docx

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Compensation Philosophy Evaluate the current compensation philosophy for your organization or an organization of your choosing (from a third-person perspective). Write a three-to-five page paper (not including the title and reference pages). Your paper should be written in a scholarly third-person tone; it should be in APA format. In addition to the introduction and conclusion, your paper should address the following: Evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Examine key factors within the internal and external environment including the mission and strategic focus of the organization, as well as the financial and cultural aspects of your organization (i.e., they cannot have a compensation philosophy where they “lead” the market if the organization does not have the financial resources) that should influence this philosophy. The proposed philosophy itself should be no more than a short paragraph. Identify the key factors that should contribute to the organization’s development based on your proposed organizational philosophy. Remember to write from a third-person perspective. Do not include wording like “my company’s philosophy is …” Instead include wording like “XYZ Company Name’s philosophy is …” Remember to write about the company and the company’s philosophy; do not refer to you or your connection to the company. In addition to the text, cite at least two scholarly references to support your discussion. Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment. Grading Rubric: Total Possible Score : 7.00 Evaluates the Organization’s Current Compensation Philosophy and Proposes Ways to Enhance or Revamp the Current Compensation Philosophy Organization and Its Employees Total: 2.00 Distinguished - Accurately and thoroughly evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Proficient - Accurately evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Minor details are missing. Basic - Evaluates the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees. Relevant details are missing and/or inaccurate. Below Expectations - Attempts to evaluate the organization’s current compensation philosophy and propose ways to enhance or revamp the current compensation philosophy to meet the changing needs of the organization and its employees; however, significant details are missing .

Compensation PhilosophyEvaluate the current compensation phi.docx

Compensation PhilosophyEvaluate the current compensation phi.docx

Compensation PhilosophyEvaluate the current compensation phi.docx

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Compensation Involves designing and implementing compensation, bene.docx

Compensation Involves designing and implementing compensation, bene.docx

Compensation Involves designing and implementing compensation, bene.docx

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Compensation Evaluation Grading Guide HRM/324 Version 4 2 Compensation EvaluationGrading Guide HRM/324 Version 4 Total Compensation Copyright Copyright © 2016 by University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks of their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Individual Assignment: Compensation EvaluationPurpose of Assignment It is important to understand the different perspectives of compensation as an HR practitioner. This paper will describe the differences in pay and the importance of aligning internal equity while maintaining external competiveness and its effects on the organization’s compensation strategy and its ability to attract, motivate, and retain top talent.Grading Guide Content Met Partially Met Not Met Comments: The student explains the discrepancy in pay among the current employees. The student describes the strategy they would take to correct the internal equity issue. The student describes the strategy they would take to correct the external equity issue. The student explains how they will ensure that new hires will be paid equitably both internally and externally. The student analyzes how an organization’s Total Compensation strategy affects an organization’s financial operations and its ability to attract, motivate, and retain top talent. The student explains the differences between base pay, performance pay and variable pay, and which is the best option for an employee. The paper is 700 to 1,050 words in length. Total Available Total Earned 7 #/7 Writing Guidelines Met Partially Met Not Met Comments: The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements. Intellectual property is recognized with in-text citations and a reference page. Paragraph and sentence transitions are present, logical, and maintain the flow throughout the paper. Sentences are complete, clear, and concise. Rules of grammar and usage are followed including spelling and punctuation. Total Available Total Earned 3 #/3 Assignment Total # 10 #/10 Additional comments: How to Use This Template Each slide needed in your submission is provided in this template. Do not add slides Do not delete slides (except the “How to Use This Template” slide) Replace the “blue” font on each slide with your presentation content Change all font to black Use bullet points on the slides Do not type every word you plan to say on the slid.

Compensation Evaluation Grading GuideHRM324 Version 42.docx

Compensation Evaluation Grading GuideHRM324 Version 42.docx

Compensation Evaluation Grading GuideHRM324 Version 42.docx

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Comparisons of fire prevention programs in effect on this continent .docx

Comparisons of fire prevention programs in effect on this continent .docx

Comparisons of fire prevention programs in effect on this continent .docx

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Comparisons of artworks are important in Art History. They allow us to draw distinctions between cultures and eras and also to understand the movements of people and see the influences that carried on in their art works. When comparing two works it is important that they are similar in material and or function. For example, comparing two pieces of ceramics or two buildings would be possible while comparing a piece of ceramics with a building would not. .

Comparisons of artworks are important in Art History. They allow us.docx

Comparisons of artworks are important in Art History. They allow us.docx

Comparisons of artworks are important in Art History. They allow us.docx

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